The effective human resources planning is the vital element of organizational success. Ideally, this plan should be developed before all other personnel activities. Human resource planning activities are listed below:

• The first stage is about collecting and analyzing data from labor inventory and forecasts.
• The second stage is about determining labor targets and plans getting support from top management.
• The third stage is about planning and applying present and future plans and promotions for having the right person at the right time in organizations.
• The fourth phase is about controlling and estimating human resource planning. With control and estimation, managers could know if they reach their goals or not.

Human resources planning requires the analysis of internal environmental factors as well as external environmental factors. This analysis process examines the strengths and weaknesses of the organization based on its internal resources. For this purpose, initially, the already jobs are analyzed, and then the labor force skills inventory is developed.

It is important to conduct analyzes the current and future trends of the labor market in human resource planning. An analysis of external environmental factors significantly affects human resource planning. The external factors affecting human resources planning are demographic factors, legal regulations, economic factors, and technology

Job analysis is a procedure through which the duties and responsibilities, as well as the nature of the jobs are determined; qualifications, skills, and knowledge required for an employee to perform a particular job are defined. It helps to understand what tasks are important and how they are carried on. It is important for developing effective training programs, selecting employees, setting up performance standards, and making performance appraisals.

Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences. To conduct an effective human resource planning and to meet the needs of the employees within the framework of this plan requires possessing sufficient knowledge about the quantity, skills, and potentials of the existing human resources. Thus, workforce skills analysis; or in other words, workforce inventory; is a resource that reflects the human resources employed in the organization from various perspectives based on their qualifications. Developing such an inventory provides information about the wage level and quantity of employees in any position in the organization, and their age, gender, seniority, skills, education levels, and potential Furthermore, it attempts to identify the potential abilities and skills of the employees.

Human resource planning identifies human resources requirements of an organization and supply of human resources. The following describes what is identified by this process:
Replacement of Persons: there are some reasons as to why large number of human resource is recruited in an organization. These reasons are retirement, old age, death, etc. Recruitment could be from internal resources or from external resources. Although for this two case, human resources should get prepared for the vacancy position.
Labor Turnover: There is always labor turnover in every organization. The degree of labor turnover may vary from concern to concern but it cannot be eliminated altogether. There will be a need to recruit new persons to take up the positions of those who have left the organization. If the concern is able to forecast the turnover rate precisely, then advance efforts are made to recruit and train persons so that work does not suffer for want of workers.
Expansion Plans: Businesses always want to expand their activities either national or international. Therefore, they expand their activities, employees, facilities, or earnings. Whenever they decide to expand, they should prepare their employees for this change. Employees need to know that there could be new positions.
Technological Changes: Rapid developments and advances in technology affect the structural and functional qualities of the organizations and create diversity in the production of goods and services. Due to these developments and advances, several jobs disappear, and several new jobs and occupations emerge. New jobs and tasks that arise due to the rapid technological changes require different types of workforce in the organization.
Assessing Needs: Human resource planning is not only about finding the right person for the right job, it is also about shortage or excess of employees. If there are less persons than needed, it will affect the work negatively. Human resource planning provides the employment of suitable workforce.

As you can follow from the diagram, the fist factor to be considered is the organizational strategic plan.

Judgemental methods have knowledgeable people to forecast the future (Cascio, 1995). The methods deal with quantitative data but allow consideration of expertise and human insight. These types of methods are used by small organizations or organizations which do not have any forecasting activities. Also, if organization is in change or in a chaos, these types of methods could be used because in such times past actions and situations cannot help to predict the future. Those actions and situations do not give accurate information about organizations.
Judgemental methods are bottom-up or unit forecasting, top-down forecasting, and Delphi Method.

The individuals who work for an organization could leave the organization after working for a while due to layoffs, quitting, retirement, or death, and tendency to get away from unrest is called personnel turnover. Briefly, the personnel turnover rate, which is one of the methods of analysis in human resources planning, refers to the ratio of the personnel employed in the organization to the personnel who quit their jobs in that period. Personnel turnover can be assessed differently based on the organization structure, the number of employees, and the size of the organization.

Absenteeism rate refers to the case where the personnel suddenly arrive late for work or do not arrive at all, except for annual leaves and holidays. It is calculated by the division of working hours lost due to absenteeism in a given period by the planned workhours in the organization. So it is 2.857 ((12/420)*100)

Human resource planning is the process of hiring the right number of employees with right qualifications at the right time and at the right place to ensure the organizational requirements.

Human resources planning is directly related to the human resources of the organization.

Human resource planning is a dynamic process that continuously collects data, processes, applies, and transfers them to required points. Internal and external factors of the organization have an impact on this process. The factors affecting human resource planning are shown in Figure 2.1

In human resources, a job analysis includes collection of detailed information about a job, making the right descriptions for the job, and employment of the right employee in the right job based on the skills of that employee.

Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences.

Labor Force refers to the number of people who are employed and the unemployed who are looking for work?

Forecasting human resource demand is the process of estimating the future human resource requirement of right quality and right number.

Delphi Technique typically includes at least two rounds of experts answering questions and giving justification for their answers, providing the opportunity between rounds for changes and revisions.

Assessment of future demand is analyzing, reviewing and attempting to predict the numbers, by kind, of the manpower needed by the organization to achieve its objectives.

Human resource planning identifies human resources requirements of an organization and supply of human resources. The following describes what is identified by this process:
Replacement of Persons
Labor Turnover
Expansion Plans
Technological Changes
Assessing Needs

Human resource planning is the process of hiring the right number of employees with right qualifications at the right time and at the right place to ensure the organizational requirements.

Human resources planning is directly related to the human resources of the organization.

Human resource planning activities are;

• The first stage is about collecting and analyzing data from labor inventory and forecasts.
• The second stage is about determining labor targets and plans and getting support from top management.
• The third stage is about planning and applying present and future plans and promotions for having the right person at the right time in organizations.
• The fourth phase is about controlling and estimating human resource planning.

For the achievement of business goals, two main objectives should be fulfilled in human resources planning. The first one allows or business forecasts and plans on recruitments and layoffs in the present and future. The second one helps the business inadequate usage of the knowledge and skills of the current workforce. Businesses estimate the future human resources needs based on two main objectives. Thus, they can provide effective and efficient use of existing and future human resources by establishing a connection between the managers and human resource department.

Human resource planning is a dynamic process that continuously collects data, processes, applies, and transfers them to required points. Internal and external factors of the organization have an impact on this process. The internal factors are; Job Analysis, Organizational Culture and Management Style and Workforce Skills Inventory. The external factors are; Demographic Factors, Legal Regulations, Economic Factors and Technology.

Demographic Factors: Personal characteristics such as age, gender, race, language, education, etc. are important for organizations. For example, if the ratio of the young population to the general population is less, the labor supply will be less in the future. On the other hand, it should also be considered that the increase in the average life expectancy would increase the number of retirees, and these people would need employment due to their inadequate pension plans. Thus, it is important to consider the future changes in the workforce in the labor market and the supply and demand of human resources in certain professions.

In human resources, a job analysis includes collection of detailed information about a job, making the right descriptions for the job, and employment of the right employee in the right job based on the skills of that employee.

Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences.

Assessment of future demand is analyzing, reviewing and attempting to predict the numbers, by kind, of the manpower needed by the organization to achieve its objectives.

Demand forecasting methods are of two types: judgmental and mathematical. Usually, most organizations use a combination of these methods. Judgmental methods have knowledgeable people to forecast the future. In Delphi Method, a large number of experts come together as a group for forecasting. Delphi Technique typically includes at least two rounds of experts answering questions and giving justification for their answers, providing the opportunity between rounds for changes and revisions.

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Human resource planning activities are listed below:
• The first stage is about collecting and analyzing data from labor inventory and forecasts.
• The second stage is about determining labor targets and plans and getting support from top management.
• The third stage is about planning and applying present and future plans and promotions for having the right person at the right time in organizations.
• The fourth phase is about controlling and estimating human resource planning. With control and estimation, managers could know if they reach their goals or not. Human resource planning helps managers identify human resource requirements and needs. Also it helps problem solving ways in the future.

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For the achievement of business goals, two main objectives should be fulfilled in human resources planning. The first one allows for business forecasts and plans on recruitments and layoffs in the present and future. The second one helps the business inadequate usage of the knowledge and skills of the current workforce.
The other options refer to secondary objectives that are not clearly defined in human resources planning.

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In human resources, a job analysis includes collection of detailed information about a job, making the right descriptions for the job, and employment of the right employee in the right job based on the skills of that employee. The impact of technological advances on an organization is an external environmental factor.

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Labor Force refers to the number of people who are employed and the unemployed who are looking for work.

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As a simple mathematical method, regression analysis is used to forecast demand for human resources at some point of time in future by using factors such as sales, production services provided etc.

Judgemental methods have knowledgeable people to forecast the future. The methods deal with quantitative data but allow consideration of expertise and human insight. The simplest judgemental method is bottom-up or unit forecasting. The other judgemental method is top-down forecasting. The last judgmental method is Delphi Method. In this method, a large number of experts come together as a group for forecasting.

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Determination of human resources supply in organizations is the process of determining the qualifications and number of the employees in the organization. The most commonly used methods to determine human resources supply include personnel inventories, skill inventories, personnel turnover rate, and absenteeism rate

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There are seven categories of information included in a skill inventory. These are personal data, skills, special qualifications, salary or experiences, business data, individual capacity, and special preferences.

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The civilian labor force includes people who are: (a) sixteen years old or older, (b) not in the military service, (c) employed or seeking for a job.

Human resource planning provides qualitative and quantitative information about the human resources that would be employed in the businesses in the future. Thus, a good planning plays a crucial role about future decisions. Good planning saves time and money for the organization. It allows organizations to employ effective individuals. In addition, the employees would know about their future career and their participation in business activities. They would also have the chance to determine their situation.

Human resource planning activities are listed below:

• The first stage is about collecting and analyzing data from labor inventory and forecasts.
• The second stage is about determining labor targets and plans and getting support from top management.
• The third stage is about planning and applying present and future plans and promotions for having the right person at the right time in organizations.
• The fourth phase is about controlling and estimating human resource planning. With control and estimation, managers could know if they reach their goals or not.

For the achievement of business goals, two main objectives should be fulfilled in human resources planning. The first one allows for business forecasts and plans on recruitments and layoffs in the present and future. The second one helps the business inadequate usage of the knowledge and skills of the current workforce.

One of the internal factors that affects the human resources planning is Workforce Skills Inventory. Organizational Culture and Management Style and Job Analysis are also internal factors. Demographic Factors, Legal Regulations, Economic Factors and Technology are external factors.

Rapid developments and advances in technology affect the structural and functional qualities of organizations and create diversity in the production of goods and services. Due to these developments and advances, several jobs disappear, and several new jobs and occupations emerge. Human resource management attaches particular significance to the impact of technological advances on organizations.

Workforce skills inventory is a study that reflects the individual traits of existing employees such as talents, skills, education, and experiences. In human resources, a job analysis includes collection of detailed information about a job, making the right descriptions for the job, and employment of the right employee in the right job based on the skills of that employee.

The method is Delphi Method. In this method, a large number of experts come together as a group for forecasting. Each of the group members makes estimations about the demands of future by using assumptions. Delphi Method has an intermediary during the estimation of group members. Intermediary is not a from group member; he/she tries to be equal during the process. After the assumptions are made by each member, the intermediary presents each assumption and forecast to the others. If they wish, experts review their assumptions. In the method, this action extends until the group members’ have a consensus about the demands of future.

Simple mathematical methods need different statistical and modeling methods for forecasting human resource needs. Past data of the organization is highly important for statistical method because the method uses past data to project future demand. Mathematical methods determine understandable human resource demand for all the organization. Organizations use four common statistical and modeling methods.
The first one is time series analysis. In this method, the number and level of past staffing are used for predicting future human resource needs.
The second one is ratio-trend analysis. It is about investigating the past ratios and the forecasting ratios for the future.. This method depends on the availability of past records and the internal environmental changes likely to occur in future.
The third method is econometric model. In this model, the previous data are analyzed and the relationship between different variables in a mathematical formula is developed.
The last method is regression analysis. It is used to forecast demand for human resources at some point of time in future by using factors such as sales, production services provided etc.

After predicting labor demand, a business must forecast labor supply. The internal supply of labor includes all individuals who are already in the organization. These employees help to predict future demands of the organization by continuing to work at the same position, get promotion, or change position because of vacancies in the organization. The internal supply of labor changes regularly because of retiring, resigning, dying, or discharging of employees in the organization. In this context, not only the labor supply but also the skills of the employees change. Employees develop new skills by training, bu work experience, or by displacement. Planners need some methods or systems for internal and future supply of organization. These are skills inventories and human resource systems.
In short, determination of human resources supply in organizations is the process of determining the qualifications and number of the employees in the organization.

Organizations interact with external labor markets when they hire new labor, discharge labor and lose their employees. Human resource managers should know how to evaluate and specify the external supply of labor. The unemployment rate is the percentage of the labor force searching for work rather than working. When many people look for a job and unemployment rate is high, employers can find new employees easily. When employment is very low, employers cannot find employees easily. Absenteeism rate, personnel turnover rate, skill inventory and replacement charts are ways for forecasting the internal supply of labor.

Human resources department and line managers are responsible for the recruitment and selection process. Line managers know the position requirements to be fulfilled by the skilled candidates who meet cultural aspects for the organization. Thus, line managers must be involved in the all phases of the recruitment and selection process by providing support and information.

The recruitment and selection process starts with the recruitment need analysis carried out by human resources planning activities. Then job analysis provides the definition of the job details and produces a job description and person specifications. Depending on the job requirements, selection applications and methods are identified and organized. The aim of this process is to attract qualified applicants for the position.Then, actions such as screening applications, giving tests, making interviews are taken to obtain information and inputs necessary for making a decision and offering the job. After his/her references are viewed, , the candidate is hired by the organization and then induction and initial training activities are initiated by human resource department.

Overtime working: This option can be run for a short term. Overtime working can meet the skill requirements to solve the problems of workforce shortage. If the job to be performed requires high skills, additional training should be provided. Generally, the workforce prefers overtime working if it is voluntary and well paid.

There are some methods which are used commonly for job analysis:
• Observation: While a jobholder is doing the job, everything is recorded. It provides an overview of the job, but not the detailsabout the difficulty level.
• Diaries and logs: This is a very useful method to have the details about the job. To keep a diary, a jobholder records every step of the job execution.
• Job analysis interviews: These interviews are carried out with the jobholder by asking and talking about the job or tasks.
• Critical incident technique: This technique focuses on the collection of information about critical incidents that are related to success and failure in a job.
• Repertory grid: It is a highly skilled activity including good or poor job performance. The names of three people are written on cards, each distinguished as a good or poor performer. By choosing the cards, a discussion is held about the differences and similarities between the poor and good performers.
• Checklist/inventories: A list of the tasks about performance and ranking is developed, and the jobholder is asked to put them in order.

Job description specifies job involvement and identifies the job to meet organizational requirements:
• Job title,
• Location, department and business areas,
• The grade of the job,
• The overall purpose of the job,
• The title of the person to whom the jobholder reports,
• The tile of the employee who reports to the jobholder,
• The main duties and responsibilities of the position in detail ,
• Other related information about the position,
• The date of issue.

Online recruiting is the easiest way to reach open positions globally and to advertise a job for qualified people. Applicants can see job descriptions and person specifications and apply by filling a short online survey and submitting their interests and qualifications to the attention of recruiters. At the same time, the online advertisement of the job opens the door to the recruiters to attract potential applicants to improve their applicant pool in terms of quantity and quality. The design and content of the online advertisement of the job define factors about the image of the organization and the job itself.

Selection is a process of phases in which candidates have to be examined throughly. In this process, information about individuals is collected and evaluated. The Designing and implementation of the selection process starts with the definition of the selection criteria as knowledge, skills, abilities, and attitudes for the position. This information is used for the development of the person specification and relatively selection criteria will be used in the selection methods During the selection process, the candidates with the job requirements are investigated in terms of their compatibility with the technical requirements of the job.

The potential benefits of using psychometrics can be listed as the following:

• 
  Maximizing organizational performance by improved accurate selection,
  


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  Improving employee retention by better balance between individuals and jobs,
  


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  Better financial and cost effect by avoiding poor recruitment decisions,
  


• 
  Optimizing people’s capacity by focused activities,
  


• 
  Better career management by matching individual aspects and organizational opportunities.
  

The structured approach for interviewing is the best way to separate effectively excellent candidates from the others Three main objectives of a good interview can be listed as:
1. Evaluating the candidates accurately and fairly for the best individual(s) who will add most value to the job,

2. 
   Interacting with candidates professionally and courteously so they want to work in the organization,
   


3. 
   Guiding the candidates to understand job details so they can decide working in the organization.
   

An Assessment center is a combination of the various selection tools and methods. Generally, it includes work samples, simulations, interviews, and psychometric tests . In the process, candidates are expected to simulate the given situation. They are observed during the simulation and measured in terms of their decision making, planning and organization skills, behaviors, communication styles, teamwork and group behaviors, leadership and management attitudes and styles, crisis management, and stress management related to job requirements. Assessment center applications require high costs in time and money when compared to other selection methods. But if the job to be filled has a critical role as in safety and security, value added selection activities and decisions are conducted for qualified employees, although it has a high cost.

Recruitment can be described as all the required efforts to source and attract people who are involved in a qualified candidates pool for the best choice.

The recruitment and selection process starts with the recruitment need analysis carried out by human resources planning activities.

Some of the options can be listed as those below;
* Promoting
* Redeployment
* Overtime working
* Flexible working

Job analysis focuses on the required knowledge, skill, and capacity level to perform a job.

Job analysis aims to define the following (Elearn, 2008):
• The role purpose,
• Tasks and responsibilities of the job performer,
• The skills, knowledge and abilities for effective performance,
• Performance measurement objectives.

Person specification is used to advertise the job for the potential applicants seeking further information.

New Trends in Recruiting
- Online Recruiting
-Gamification of Recruiting
-Social Media and Recruiting
-Video Résumés

Human factors, including the candidates as well as the professionals who manage the process and make hiring decisions, play an important role in all phases of the recruitment and selection processes including candidates first and then professionals who manage the process and make hiring decisions.

An Assessment center is a combination of the various selection tools and methods.

Recruitment can be described as all the
required efforts to source and attract people who
are involved in a qualified candidates pool for the
best choice.
Recruitment mainly refers to finding
qualified candidates and attracting them to
the organization.

Human resources department and line managers
are responsible for the recruitment and selection process.
Human Resources departments and line managers should be involved in recruitment and selection processes.

For more info on pillars, see figure 3.1 on p. 58
Career development takes place after recruitment and selection. so it is not one of the pillars.

Redeployment: To Redeploy an employee with
required skills from another part of the organization
can be another option. This option can be executed
permanently or temporarily. If this option is
performed precisely, it may be cost effective.
Redeployment means employing an employee with
required skills from another part of the organization.

While a jobholder is doing
the job, everything is recorded. It provides
an overview of the job, but not the details
about the difficulty level. This method is observation.
Observation is the method where everything is recorded.

Generally, the following
common items are described in the specification
(Elearn, 2008; Yueng, 2008):
• Skills required to perform the job
such as planning, communication and
teamworking,
• Knowledge requirements such as computer
familiarization, statistical handling, report
writing,
• Experience related to the position and past
jobs,
• Educational qualifications, professional
qualifications, technical skills,
• Special requirements such as shift work,
physical demands of work.
Personal information is not related to person specification.

Current working people and potential
candidates are using social media. Some of the
favorite network infrastructures such as Facebook,
MySpace, Twitter, Ning, and Friendster and
professional networks such as LinkedIn, FastPitch,
and Plaxo and more industry specific ones such
as I-Meet and ResearchGate (Kluemper et.al.,
2015, pp. 62) feed and distribute opportunities
through millions of people around the world.
Using LinkedIn is a social media recruitment.

Aptitude tests are performed to measure various
abilities such as verbal, qualified abilities and
perceptual responses of the candidates depending
on the required qualifications of the job. There are
cognitive, psychomotor, and physical ability tests
designed to measure candidates’ mathematical
reasoning and calculation, problem solving, spatial
thinking and imagination, general intelligence,
perception and decision making, physical
endurance, etc.
Cognitive, psychomotor, and physical ability tests
designed to measure candidates’ mathematical
reasoning and calculation, problem solving, spatial
thinking and imagination, general intelligence,
perception and decision making, physical
endurance are called aptitude tests.

Interviewers fall into “halo effect”: They
may tend to rate high candidates who have
charm and good interpersonal skills for
every task required in the job. Of course,
it creates a good first impression during the
interviews, but the job requirements should
be met specifically.
When interviewers rate high candidates who have
charm and good interpersonal skills for
every task required in the job, it is called Halo Effect.

Induction of The Candidates
After all selection activities, decision making
has to be completed to choose the right candidates
for the job position. Selected employees become
ready to be assigned to their positions after having
medical checks and getting an approval in the case
of authority related job positions. Before assuming
the general responsibilities, they are taken to the
orientation and training programs.
The orientation and training programs that follow the selection are called the induction process.

Job analysis is the foundation of recruitment and selection, producing a detailed job description and person specification that guide all subsequent steps.

Redeployment means moving an employee with the necessary skills from another part of the organization, either temporarily or permanently, to fill an open role.

The chapter highlights that recruitment aims to bring in the best candidates using efficient, objective, and cost-effective strategies.

Gamification of recruiting incorporates games or simulations to attract and assess candidates while communicating company culture.

Internal hires are already familiar with the organization’s culture, policies, and procedures, making adaptation smoother

Reliable and valid methods ensure that selection decisions are legally defensible, fair, and predictive of a candidate’s future performance.

Aptitude tests measure abilities such as reasoning, spatial awareness, and problem-solving, which are critical for many technical roles.

Competency-based interviews assess a candidate against predefined skills, behaviors, and attributes required for effective job performance.

The halo effect occurs when an interviewer lets one strong quality (e.g., charm) influence their overall evaluation of a candidate.

Assessment centers integrate various tools-like simulations, tests, and interviews-to evaluate competencies for high-stakes roles, despite higher costs.

Recruitment mainly refers to finding qualified candidates and attracting them to the organization. The correct answer is A.

Human resources department and line managers are responsible for the recruitment and selection process. The correct answer is D.

The recruitment and selection process starts with the recruitment need analysis carried out by human resources planning activities. Then job analysis provides the definition of the job details and produces a job description and person specifications. Depending on the job requirements, selection applications and methods are identified and organized. The aim of this process is to attract qualified applicants for the position.Then, actions such as screening applications, giving tests, making interviews are taken to obtain information and inputs necessary for making a decision and offering the job. After his/her references are viewed, the candidate is hired by the organization and then induction and initial training activities are initiated by human resource department. The correct answer is B.

When deciding on the recruitment need within the organization, some other options for fulfilling the open position can be considered. Some of the options can be listed as promoting, redeployment, overtime working and flexible working. The correct answer is B.

There are some methods which are used commonly for job analysis. Among them, diaries and logs is a very useful method to have the details about the job. To keep a diary, a jobholder records every step of the job execution. The correct answer is C.

The following are some methods which are used commonly for job analysis: observation, diaries and logs, job analysis interviews, critical incident technique, repertory grid and checklist/inventories. The correct answer is D.

Job description specifies job involvement and identifies the job to meet organizational requirements:

• Job title,
• Location, department and business areas,
• The grade of the job,
• The overall purpose of the job,
• The title of the person to whom the jobholder reports,
• The title of the employee who reports to the jobholder,
• The main duties and responsibilities of the position in detail,
• Other related information about the position,
• The date of issue.

The correct answer is C.

Job vacancies can be reached from all over the world by using the internet and networking applications. The following are the new trends in recruiting: gamification, online recruiting, social media and video resumes. The correct answer is C.

The advantages of using technology for the selection process can be listed as the following:

• Reduction in potential costs,
• Developing globalization and workforce environment,
• Objective selection by advanced information technologies,
• Improving the efficiency of the selection systems by automation.

The correct answer is B.

Aptitude tests are performed to measure various abilities such as verbal, qualified abilities and perceptual responses of the candidates depending on the required qualifications of the job. The correct answer is A.

Training is needed to provide the crucial task/job-related skills, techniques, and knowledge. The main aim of training and development is to focus on what’s good for people, rather than chiefly what’s profitable for organizations. In terms of training and development it means what’s good for employees is directly good for their organizations-what’s good for the individual’s development is also good for organizational performance.

Human/Social skills refer to the ability to work effectively with a group as a team and to build complementary accomplishment.